Diversity in the British police force everything you need to know on human rights in the workforce diversity and loads more

2. *A component of capability is diversity. A diverse workforce increases the
talent pool and overall capability, and encourages innovation. Most diversity
strategies attempt to better represent diverse demographic groups in the
workplace.
* Gender Equity
Accepting men and women and treating them as equals
*Cultural and linguistic Diversity
Accepting people with different backgrounds and speaking different languages
*People with Disabilities
Not discriminating people with disabilities giving them the same chances as
everyone else

3. *policing has undergone a transformation over recent years. It has responded to changes in
society, rising public expectations, the needs of new and emerging communities and the
effects of globalisation, technology and international terrorism on the nature of crime. The
police service now has a more diverse workforce, in an increasing variety of new roles. It
has developed a strong culture of focusing on results and a range of techniques and
powers.
*The police service has made significant progress in delivering real improvements in
equality and diversity. It remains committed to providing services that respond to the
needs of different communities and to protect all communities.
*The police service recognise that equality, diversity and human rights are central to
providing excellent public services.
* In July 2008 the policing green paper set out the way forward to further reform and
outlined a range of proposals that focused on continuing to deliver improvements to
policing. This included a commitment to develop a joint equality, diversity and human
rights strategy for the police service.

4. *Equality and diversity help organisations to work more creatively and innovatively and
improve their performance. A diverse team works more effectively to solve problems,
provide a variety of approaches and is more innovative in delivering lasting solutions.
*A diverse workforce, and a commitment to positive action and promoting equality,
diversity and human rights, delivers a range of benefits which all contribute towards
improving the organisation’s performance. These benefits include:
*A broad range of information for decision making and a wider range of possible
solutions
*A willingness to challenge established ways of thinking and consider new options
*Improvements in the overall quality of the team
*Better staff management, leading to improvements in staff satisfaction, a reduction in the
number of employees leaving the service, and fewer grievances and complaints.

5. *Better relationships with the community, resulting in a more effective service
*Better-quality services, leading to increased public confidence
*The Police service has a tradition of policing with the consent and co-operation of communities.
Consent is vital and should not be taken for granted. For the Police to earn and keep that
permission, the public need to have confidence in the police and in the service that is providing.
Promoting equality, diversity and human rights is not just the right thing to do – it is essential to
the effectiveness of policing

6. *This strategy sets out an approach which acknowledges that the effect of
inequality and discrimination varies depending on individual experience and
circumstances . It recognises that the differences within communities can be
as wide as the differences between communities and acknowledges the need
for strategies and solutions that tackle inequality in a increasingly
complicated and diverse society.
*This strategy sets out three themes which provide the framework for
improving performances and delivering specific equality results at every level
of the police services. (The three themes are on the next slide)

8. *Traditionally, human rights and equality have been viewed
quite separately in Britain, despite the fact that equality is
internationally recognised as a basic human right. The
creation of the equality and human rights commission
recognises the link between equality and human rights. The
human rights vision of equality extends beyond discrimination
to include fairness, dignity, respect and access to basic rights
that allow a person to take part in democratic society. A
human rights approach to equality focuses on the effect that
discrimination and exclusion has on the individual.

9. *In 1998, the government passed the Human Rights Act which gives further effect
to the rights and freedom guaranteed under the European Convention of Human
Rights. The act makes the conventions rights enforceable in UK law and gives the
public authorities a legal responsibility to consider human rights in everything they
do. The idea behind the Act was that it would help to create a culture of respect for
human rights that would give people the power to get involved in the decisions that
affect their lives. An approach based on human rights will improve the quality of
services by paying attention to the needs of the most disadvantaged and excluded
people.
*The past 10 years have seen major changes in the laws for equality and diversity.
The Race Relations Act 2000 introduced general and specific duties for the public
authorities. Since then, a number of other laws have extended protection from
discrimination to new areas including age, religion, and belief and sexual
orientation as well as introducing public sector duties relating to gender and
disability.

10. *Equality and human rights are central to delivering effective policing. For
policing to be effective, the public must trust the police service and have
confidence in the professionalism and expertise of the women and men who
police their communities.

11. *http://www.acpo.police.uk/documents/edhr/2010/201001EDHREDH01.pdf
*http://www.psc.nsw.gov.au/About-the-Public-Sector/State-of-the-Sector-
Report-2012/Chapter-3/Future-Actions